The Chief Executive Officer (CEO) of Alpine Shire Council is appointed for a maximum term of five years.
During this time, performance is monitored by the Council with support from the CEO Employment and Remuneration Committee.
The CEO’s performance is assessed against Key Performance Areas (KPA).
The CEO works with Councillors each year to define Key Performance Indicators (KPI) within those performance areas. These indicators outline the CEO’s expected performance during his tenure.
Current Chief Executive Officer Will Jeremy was formally appointed by Council at a Special Council Meeting on 15 July, 2022.
He officially began in the position on 25 July, 2022.
Mr Jeremy has worked collaboratively with Council to define four Key Performance Areas, and the relating Key Performance Indicators. His performance as CEO will be assessed against these indicators.
Key Performance Areas:
KPA 1 - Leadership and culture - Lead a high- performing organisation with a strong focus on effectiveness, accountability, and continuous improvement.
KPA 2 - Engagement and communication - Deliver consistently high-quality engagement and communication with Council, the community and other key stakeholders.
KPA 3 - Governance - Ensure good governance practices to fulfil legislative obligations, improve decision making and promote community confidence in Council.
KPA 4 - Delivery and performance - Execute Council resolutions, policies, and plans using resources and managing risks effectively and efficiently.
Key Performance Indicators
KPA 1: Leadership and Culture
Desired Outcomes |
Key Performance Indicators (2022/23) |
1.1 Improvement in organisational efficiency and effectiveness. |
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1.2 Improved culture across a reinvigorated organisation. |
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1.3 Zero harm to our staff. |
1.3.1 Leadership focus on physical and psychological safety with appropriate systems and processes in place to minimise risk to our staff. |
1.4 A CEO with the skills, knowledge and networks to deliver effective leadership of the organisation. |
1.4.1 Personal and professional development plan in place to maintain and enhance skills and experience and to build strong and effective networks. |
KPA 2: Engagement and Communication
Desired Outcomes |
Key Performance Indicators (2022/23) |
2.1 Improvement in the quality of Council’sdeliberative engagement processes delivering improved alignment with community needs and aspirations. |
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2.2 Improvement in the quality of customer service provision. |
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2.3 Beneficial community outcomes achieved through the advocacy efforts of Council and Council staff. |
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2.4 A Council which is well informed and able to effectively deliver for the community. |
2.4.1 An effective and professional working relationship is maintained between the CEO and Council, supporting the effective development and evolution of policy, strategy and administration. |
KPA 3: Governance
Desired Outcomes |
Key Performance Indicators (2022/23) |
3.1 Council’s strong financial position is maintained. |
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3.2 Risks are identified and appropriate managed. |
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3.3 Council decisions are implemented in a timely, accurate and efficient way. |
3.3.1 Implementation of Council resolutions and actions arising from adopted plans and strategies is tracked and reported effectively. |
3.4 The organisation is responsive to strategic opportunities and challenges. |
3.4.1 Emerging issues and opportunities are identified, communicated, and addressed in a way which maximises benefit for our community. |
KPA 4: Delivery Performance
Desired Outcomes |
Key Performance Indicators |
4.1 The community is led and supported on a journey towards a low emission economy. |
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4.2 A contemporary Planning Scheme is established, with key gaps addressed. |
4.2.1 Comprehensive gap analysis completed of the Alpine Planning Scheme and a plan and timeframe established for the resulting planning scheme amendments to be gazetted. |
4.3 Our towns are well planned to accommodate the forecast growth in population, including infrastructure and community facilities. |
4.3.1 A roadmap is established for delivering Structure Plans for the main population centres in the Alpine Shire, including a schedule and key milestone dates, community engagement plan, committed budget and allocated staff resourcing. |
4.4 Value for the community is delivered through Council’s capital works program. |
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The CEO’s KPAs and KPIs are also outlined in the CEO Annual Performance Plan.
Council's CEO Employment and Remuneration Committee is an advisory committee to Council, tasked with considering and making recommendations to Council regarding:
- Performance monitoring of the CEO, including with respect to achievement of the KPIs; and
- Annual Review of the CEO's performance, including performance against the KPIs.
KPIs in the CEO Annual Performance Plan are linked closely to the Council Plan 2021-2025.